Feedback the Way to Do It.

Feedback is a way to let people know how effective or ineffective they are. It also allows them to understand how they affect themselves and others. Giving feedback helps them become more effective and, when done correctly, builds better relationships.

Learning how to give feedback takes discipline, control and gumption. Giving feedback is not just about going to a person and telling them what we think of them. We should go through a systematic thinking process before giving them feedback.

Let's learn the 8 steps to giving feedback based on the following scenario.

Joe, a new colleague, has just completed his first corporate sales presentation to a client. Things went well in the presentation; however, there were areas of improvement.

1. Timing:

Feedback should be provided as soon as possible.??A good time to give Joe feedback would be on the ride back to the office.

2. Purpose of giving the feedback:

What is your purpose for giving the feedback? If providing the feedback makes you feel better, then the aim is wrong. Only give the feedback if it benefits Joe or enhances Joe's relationship with others.

3. Emphasize the positive:

When giving feedback, if possible, emphasize the positive first. This will ensure they listen attentively:

Example: "You did a good job in the presentation just now; the clients were impressed. However, I felt you could have been even better."

4. Prepare the Person for feedback:

Never launch into feedback immediately. Instead, set an expectation that allows the listener to know what to expect. A good suggestion here would be asking the Person whether they would like to discuss the incident:

Example: "Joe, can we discuss how the presentation went just now"

5. The Behavior, not the Person:

Focus on the behaviour of the Person, never the attitude or personality of the Person. You must be specific and clear on their behaviour when stating this.

Example: "Joe, during the presentation, there were several occasions when I heard a series of mumbles, especially when you were explaining the parts related to the company history. On several occasions, the clients were even looking at one another and giving each other looks. Did you know you were mumbling?"

6. Own the feedback that you give:

Notice the word "I felt" above, or other words such as "I notice" or "I saw". Show that the feedback is coming from you and derived from your observation and judgment as much as possible. Learn not to criticize what they did; instead, bring it up as how you perceived the situation.

7. Focus on things that can be controlled:

Whenever we provide feedback, make sure that it is on things that can be controlled. Likewise, whatever Joe's reason is for mumbling, make sure it focuses on things he can control. Joe can rectify the above feedback on the mumbling, but the constant disruption during the presentation by the client's telephone cannot be governed by the two of you.

8. Be solution focus:

Whenever feedback is brought up, you must make sure there is a solution to overcome the problem or resolve the issue.

Example:

Joe: "You know what, I have been in this organization for only six days, and I have not had the time to go through the history of the company thoroughly. Well, I suppose the mumbling was just a way of hiding my nervousness."

You: "It's good that you brought this up, is there any way I can help you in learning the company's history."

So let's start giving feedback. Help them help themselves and help us help ourselves.